All in the Family: the Link Between Couple-Level Work-Family Conflict and Family Satisfaction and Its Impact on the Composition of the Family over Time

Burch, Tyler C.

doi:10.1007/s10869-019-09641-y

Cited by 25 publications

(31 citation statements)

References 95 publications

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“…Numerous studies depict how WFC can lead to negative consequences such as strain, low family satisfaction, burnout, etc. [ 18 ]. Technological advances may mean that work cannot be switched ‘off’ outside the place of employment, and that academic faculty often tend to report high work-family conflict [ 19 ].…”

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

“…Family Satisfaction (FS) is a contributing element to overall happiness in life [ 20 ]. Although studies suggest that rotating work shifts can disrupt family lives [ 21 ] or that work-family conflict can have a negative effect on one’s family satisfaction [ 18 ], few studies have considered the mediating role of family satisfaction in predicting outcomes, and even fewer its influence on career satisfaction or on perception of overall life success. The direct consequences of work-family interface variables have been the focus of most work-family studies with fewer studies attempting to understand the underlying mechanisms through meditating variables [ 22 ].…”

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

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Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Gopalan

Pattusamy

2020

IJERPH

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The mediating roles of work-family balance, job satisfaction and family satisfaction in work-family dynamics research has not been explored fully to delineate their probable intervening effects. Using spillover theory as the basis, the current study tests a model to identify the role of these factors in work-family conflict (and work-role ambiguity), career satisfaction and perception of life success. Responses obtained through an online survey from a final sample of 344 academic faculty, across different educational institutions in India, tend to suggest that work-family balance mediated work-family conflict and its potential influence on life success as well as career satisfaction, and also the relationship between work-role ambiguity and both life success and career satisfaction. While job satisfaction also showed similar results except for non-significant mediation between work-role ambiguity and life success, family satisfaction mediated only between work role ambiguity and life success. The importance of job satisfaction and work-family balance is highlighted in the context of reducing the negative impact of work-family conflict and work-role ambiguity on one’s career and life satisfaction. Results and their practical and theoretical implications, and future directions of research to further our understanding of work-family dynamics, etc., are discussed.

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Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

Section: Theoretical Framework and Hypotheses Developmentmentioning

confidence: 99%

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Gopalan

Pattusamy

2020

IJERPH

View full text Add to dashboard Cite

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“…More precisely, we focus on two critical dimensions of the work-family interface, namely conflict (i.e., when one domain is seen as interfering with the other) and enrichment (i.e., when one domain is seen as benefiting the other) from work to family and from family to work (Greenhaus & Powell, 2006; Wayne, Butts, Casper, & Allen, 2017). Moreover, although psychological well-being is a relatively complex multifaceted construct (Morin et al, 2017), the present study considers two specific components of psychological well-being related to employees' functioning in (i.e., work engagement) and out (i.e., family satisfaction) of their work setting, which have both been found to be associated with work centrality (van Hooff & van Hooft, 2016; Xie, Shi, & Ma, 2017) and the work-family interface (Burch, 2020; Carvalho & Chambel, 2016). Family satisfaction represents one facet of employees' emotional well-being (or hedonic well-being; Ryan & Deci, 2001) defined as the extent to which individuals are satisfied with their family life (Burch, 2020).…”

mentioning

confidence: 99%

“…Moreover, although psychological well-being is a relatively complex multifaceted construct (Morin et al, 2017), the present study considers two specific components of psychological well-being related to employees' functioning in (i.e., work engagement) and out (i.e., family satisfaction) of their work setting, which have both been found to be associated with work centrality (van Hooff & van Hooft, 2016; Xie, Shi, & Ma, 2017) and the work-family interface (Burch, 2020; Carvalho & Chambel, 2016). Family satisfaction represents one facet of employees' emotional well-being (or hedonic well-being; Ryan & Deci, 2001) defined as the extent to which individuals are satisfied with their family life (Burch, 2020). In contrast, work engagement represents a facet of employees' positive functioning at work (or eudaimonic well-being; Ryan & Deci, 2001), and is defined as a positive, fulfilling, and work-related state of mind that is characterized by vigor, dedication, and absorption (Schaufeli, Shimazu, Hakanen, Salanova, & De Witte, 2019).…”

mentioning

confidence: 99%

Remote working: a double-edged sword for workers' personal and professional well-being

Gillet

Huyghebaert-Zouaghi

Austin

et al. 2021

Journal of Management & Organization

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While research suggests that work centrality has a positive effect on work engagement and a negative influence on family satisfaction, these relations may differ as a function of one's work setting (onsite vs. remote working). In the present study, we examined the direct and indirect – through work-family conflict (WFC), family-work conflict (FWC), work-family enrichment (WFE), and family-work enrichment (FWE) – effects of work centrality on work engagement and family satisfaction. We also examined whether these effects of work centrality on work engagement and family satisfaction differed between onsite and remote employees. We used a cross-sectional survey design to test our hypotheses among a total of 432 employees, including 152 always working onsite and 280 working remotely. As expected, our results revealed that work centrality was positively related to work engagement and negatively to family satisfaction. Moreover, the indirect effects (IE) of work centrality on work engagement were significantly mediated by WFE, whereas the IE of work centrality on family satisfaction were significantly mediated by FWC, WFE, and FWE. Finally, the relations between work centrality and the outcomes (work engagement and family satisfaction) were stronger among onsite employees than among remote employees. These results revealed that remote working may act as a double-edged sword by buffering the negative effects of work centrality on family satisfaction but also limiting the positive effects of work centrality on work engagement. Organizations and managers should thus consider addressing employees' work centrality and work type in their efforts to promote employees' professional and personal well-being.

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“…Often, performing these tasks entails emotional exhaustion, physical and emotional fatigue [12], which, in turn, can negatively affect the family and household sphere. For example, Burch T. [13] shows that overtime indirectly changes the interaction between work and family, negatively affecting satisfaction within the family system and can change the actual structure and composition of the family unit. Analysis of the emotional state of employees in the context of security was studied in the works of Rudenko A.M. et al [14] and Pishchik V. I.…”

Section: Introductionmentioning

confidence: 99%

Personal characteristics of wives of law enforcement officers as predictors of the formation of the psychological climate in the family system

et al. 2020

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The article deals with the psychological climate in the families of law enforcement officers, which largely depends on the personal characteristics of their wives. Since it is a woman who is historically the "home keeper" and one of her family functions is to provide and maintain an optimal psychological atmosphere in the family, the topic of the article is particularly interesting and relevant. The empirical sample was made up of 205 women who are the spouses of law enforcement officers. The following methods were applied: "Individual typological questionnaire (ITQ) L.N. Sobchik, "Questionnaire of the level of subjective control" (LSC) of the E. G. Bekhterev’s research Institute, "Analysis of family anxiety" (AFA) Eidemiller and V. Justitskis, "Understanding, emotional attraction, authority" (UEA) by A. N. Volkova, "Marriage satisfaction Questionnaire" (MSQ) by V. V. Stolin, T. A. Romanova and G. P. Butenko, statistical linear method of regression analysis. The influence of personal characteristics and locus of control of the wives of law enforcement officers on these components of the psychological climate of the family is established. The results were analyzed and conclusions were drawn about the quality of influence of personal characteristics of the wives of law enforcement officers on the components of the psychological climate in their families.

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All in the Family: the Link Between Couple-Level Work-Family Conflict and Family Satisfaction and Its Impact on the Composition of the Family over Time

Cited by 25 publications

References 95 publications

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

Remote working: a double-edged sword for workers' personal and professional well-being

Personal characteristics of wives of law enforcement officers as predictors of the formation of the psychological climate in the family system

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